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Employee Management
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Discover 7 key questions to identify the right recruitment partner for your business. Learn how to evaluate expertise, tools, metrics, and DEI practices to make informed hiring decisions.
Discover the key benefits of using a specialist recruitment agency, from accessing niche talent pools to reducing hiring costs and improving long-term workforce planning.
Discover the top PR & communications hiring trends for 2025, including digital PR, DEI, AI tools, crisis management, and purpose-driven campaigns.
Wondering when is the best time to apply for a job? Learn how timing can impact your chances of getting hired and boost your job search success with our expert tips.
Discover 5 common reasons why your recruitment process is failing and learn actionable steps to fix it. Attract top talent faster with these expert tips.
Discover how RS Talent Solutions helped Alpha save £129,500 in hiring fees with a strategic recruitment solution. Learn the key steps that delivered significant cost savings while optimising their talent acquisition process.
Discover why a positive candidate experience is key to attracting top talent and enhancing your employer brand. Learn actionable tips for communication, inclusivity, and streamlining the hiring process.
We explore proven strategies to help recruiters and hiring managers avoid common mistakes and find the perfect fit for their company. Learn how to attract, assess, and select candidates who will thrive in your organization. By following these tips, you can save time, reduce turnover, and build a stronger, more productive team.
The Future of Work: Top 5 Industry Trends Shaping Recruitment in PR, Comms & Marketing
With Q1 of 2024 wrapped up, our team has put together a snapshot of key hiring trends you won't want to miss out on.
In recent years there has been a seismic shift in the workplace, with "furlough", "Zoom" and "remote working" rapidly becoming everyday terms. The businesses that adapted most quickly to the demands of the pandemic for a safer yet equally effective working environment are still thriving today whilst those that struggled to adapt or required significant changes to their operating model may be finding it harder to succeed in the post-pandemic world. Some of this comes down to employer branding. The companies that are struggling now are likely to be those who did not adapt quickly enough to the demands placed upon them by compliance with COVID regulations, whose staff were dissatisfied or departed on a sour note and who have failed to adequately manage their employer branding. Employer Branding Unlike traditional business branding, wherein the business uses its marketing strategy to sell the benefits of its products and services, employer branding is what delivers candidate appeal to job seekers in the industry. A forward-thinking business understands that the messages that it relays are not the whole picture seen by job seekers, and that technologically literate individuals have access to a far wider range of information relating to the culture and values of that business. A business that understands the importance of its branding and public-facing persona is one that will go the extra mile. It will ensure that the excellent culture and work-life balance that its employees enjoy is the message that is communicated, both in a deliberate and almost-accidental fashion. This includes the publication of relevant blogs, social media posts and interactions with customers in a public domain such as on Facebook or LinkedIn. A business that understands the importance of this level of online interaction will quickly generate a following and from this following, leads will emerge. For new business, for expansion and for attracting job seekers to any roles that become available. Particularly important in a competitive jobs marketplace, maintaining a positive presence in the lives of potential applicants will set a business apart. Soft showcasing of the benefits of belonging to the organisation will resonate with job seekers who share the same values and moral standards. Recruitment Previously, a business could advertise a position and receive applicants without the need to share information about its working environment, culture, diversity statistics or output. A job spec and salary range were largely sufficient. Roll forward just a couple of short years and people now seek transparency and honesty and have placed new value upon their work-life balance and the need to maintain their mental health. A business that doesn't explain how it can support applicants to achieve their aspirations and life goals will struggle to attract the talent that it needs. Similarly, those without an active online presence will be seen by job-seekers to be secretive and potentially overlooked in the hunt for work. For an employer to attract the talented personnel that they need to fulfil their obligations, they need to highlight the positive aspects of working for their business across a multitude of platforms. Direct and preferably unsolicited praise from existing staff and clients is a powerful message that will attract the attention of job hunters within the industry. In addition, the promotion of useful and relevant articles pertaining to the industry will see potential candidates regularly returning for updates, thus building a level of brand loyalty before they even launch a targeted recruitment campaign. Help Is Available Whether your business has fully adapted to the modern landscape or you need some help generating a suitable online presence, Reuben Sinclair can help you to attract the top talent in your industry. We can advise you in developing and promoting an employer brand that reflects and markets your values and culture, enabling you to hire the right people to grow your talent base. To find out how we can help your business succeed in a demanding and competitive environment, please contact us today. Contact info: Tel: 020 3826 1206 enquiries@reuben-sinclair.com
When you run a start-up or scale-up business, it's essential you can find ways to maximise your ROI for long-term, sustainable success. Every business needs to turn a profit, and business owners must always be one step ahead of the game when it comes to securing an acceptable degree of return on their investment to build a commercially viable enterprise. You must measure this in order to know how you are performing. In the context of recruitment, it’s worth considering these areas: 1. Your ATS Every business with hiring requirements needs a high-quality applicant tracking system or ATS. When you license your ATS, it will take time to set up, but the right provider will ensure that your workflows, processes and systems are optimised on the system - and the resulting return can be genuinely transformational. Choose the right vendor, and every one of your stakeholders will see a benefit. This is a real business investment and one to consider carefully to ensure you see returns on time. 2. Use RPO Recruitment process outsourcing is another key towards ROI: handing off those low-value tasks that eat into your HR team's time and letting a trusted provider handle them at a better cost and with the proper performance outcomes. Simply put, make it as easy as you can for your HR team and recruiters to do their job, sourcing the suitable candidates for your business, and outsourcing those process tasks that can be handled effectively elsewhere or, ideally, automated insofar as possible. At Reuben Sinclair, RPO is one of our key competencies, and we have a superb delivery track record for our clients and partners. 3. Understand employee value Some HR professionals can hit the ground running and start delivering for your business, and others will require training and development over time to provide their total value. Get to a place where you have defined value for each employee in your business so that your compensation packages can be adjusted accordingly, along with your performance measures, training and development initiatives. There is a model called the Employee Lifetime Value (ELTV), which assesses five parameters: recruitment cost, time to get up to speed, overall performance, ability to grow within the business and time with the company. This will allow you to put a hard figure against each employee and better measure the contribution of each. From this point, you can also put in efforts to grow your ELTV curve, such as speeding up your hiring process, improving and accelerating your onboarding, driving individual performance and building a compelling employer brand and experience that will encourage your best performers to stay. Find out more Ready to extract more value from your recruitment efforts with a higher degree of return on investment? Reuben Sinclair can maximise your recruitment ROI through our years of expertise and innovative bespoke solutions, such as RPO and ATS. Our helpful and experienced team are here to help rapidly and without delay - whatever your business stage or industry. Don't hesitate to get in touch with us to find out more on: Tel: 020 3826 1206 enquiries@reuben-sinclair.com
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